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Harris, J. Robert – 1998
This paper describes a practicum that was designed to increase the efficacy of assistant principals as members of an administrative team in a learning organization. The 1-year practicum took place at a grades 8 to 12 public school facility in a rural community. The problems facing the school principal, who designed the practicum were that the two…
Descriptors: Administrative Organization, Administrative Problems, Administrator Effectiveness, Assistant Principals
Peer reviewedTchobanian, R. – International Labour Review, 1975
After pointing out possible prejudicial consequences of job restructuring both for occupational and economic interests of workers and for the structure and activities of the trade union movement, various trade union reactions and attitudes to work humanization are analyzed. Available from: ILO Publications, International Labour Office, CH-1211,…
Descriptors: Employee Attitudes, Humanization, Job Enrichment, Job Simplification
Peer reviewedWeinberg, Arthur S. – Monthly Labor Review, 1975
Descriptors: Assembly (Manufacturing), Case Studies, Foreign Countries, Industry
Weiss, William H. – Training, 1975
A systematic approach to the motivation of employees involves two-way communication, involvement, commitment, training, participation, and job enrichment. Demotivation is a pitfall which may occur when motivation is lacking. (BP)
Descriptors: Communication (Thought Transfer), Employee Attitudes, Employer Attitudes, Employer Employee Relationship
Hammer, Tove Helland – 1978
A study of a small employee-owned furniture company indicated that the three occupational groups agreed that management should have more influence in decisions affecting the future of the organization. On the other hand, issues which would directly affect employee welfare are seen as areas where control should be fairly evenly divided, with…
Descriptors: Business Administration, Decision Making, Employee Attitudes, Employer Employee Relationship
Peer reviewedSmith, Joyce – School Psychology Digest, 1977
This article describes how a school psychologist used her skills to develop materials, instructional methodologies, and assessment strategies to facilitate the vocational education of students with special needs. The role of psychologist, instructor, consultant, manager of facility, and researcher are described. The importance of training in…
Descriptors: Job Development, Job Enrichment, Learning Laboratories, Program Descriptions
Cangemi, Joseph P.; And Others – Personnel Journal, 1976
The Edwards Personal Preference Schedule (a personality test) was given to a group of essentially anti-company employees and a group of pro-company employees. Results, comparing the differing needs of both groups are presented with recommendations for implementing a program of activities rewarding to each. (Editor/TA)
Descriptors: Achievement Need, Employee Attitudes, Employer Employee Relationship, Job Enrichment
Peer reviewedKulik, Carol T.; And Others – Journal of Vocational Behavior, 1987
Conceptualizes job characteristics theory as a model of person-environment fit. Explores the potential costs and benefits of person-job congruence, using recent developments in the person-environment fit literature to suggest ways in which characteristics of jobs and characteristics of individuals may influence one another. Discusses implications…
Descriptors: Congruence (Psychology), Employer Employee Relationship, Employment Experience, Job Development
Neugebauer, Roger – Child Care Information Exchange, 1986
Offers tips and techniques for avoiding job burnout and managing stress in child care centers. (HOD)
Descriptors: Burnout, Career Development, Day Care, Early Childhood Education
Rothstein, Samuel – Library Journal, 1986
Data from three Canadian university libraries on length of service, degree of mobility, and age of professional staff suggest that the combination of middle age, long service, and immobility results in severe deficiencies of motivation, morale, and creativity. Job rotation and job enlargement are suggested as solutions. (EM)
Descriptors: Academic Libraries, Foreign Countries, Higher Education, Job Development
Lewis, James P. – Training and Development Journal, 1981
A personnel development plan is suggested in which training specialists (1) help employees with career development, (2) change the job or transfer employees to a more suitable job, or (3) go through role negotiation, goal setting, or some other exercise designed to create a new job perspective. (CT)
Descriptors: Career Change, Career Development, Goal Orientation, Human Resources
Pierce, Jon L. – Personnel Administrator, 1980
Reviews studies of the relationship of job design and redesign (including skill required, variety afforded, autonomy allowed, identity of the task required, significance of the task required, feedback given, and friendship opportunities offered) to employee satisfaction and performance. (JM)
Descriptors: Employee Attitudes, Employee Responsibility, History, Job Analysis
Pollok, Ted – College Store Journal, 1979
Presented are 16 practical rules based upon the experiences of successful managers that can help executives get more things accomplished by their subordinates. The rules include: delegate responsibility, acknowledge good work, schedule work breaks, encourage suggestions, and handle grievances promptly. (JMD)
Descriptors: Business Communication, College Stores, Employer Attitudes, Employer Employee Relationship
Peer reviewedKneese, Carolyn; Pankake, Anita; Schroth, Gwen; Blackburn, Lew – Education Leadership Review, 2003
Report on a study of principals in rural and urban districts in Texas. Lack of time and resources, and changing demographics appeared as major challenges for the eight study participants. Findings agree with other reports appearing in the literature: the need to restructure the job of principal. (Contains six references.) (WFA)
Descriptors: Administrator Attitudes, Administrator Behavior, Burnout, Educational Administration
Peer reviewedSevilla, Christine; Wells, Timothy D. – Performance Improvement, 1999
Discusses six initiatives that organizations can support to ensure peak performance: individual knowledge portfolios; mentoring and apprenticeship relationships; electronic conferencing systems; organizational knowledge repository; community of practice; reward and recognition. Defines each initiative and describes how to make each one work in an…
Descriptors: Employee Attitudes, Improvement Programs, Institutional Environment, Job Enrichment
